Health Services Chevon Kothari, Director

Health Services

Chevon Kothari, Director

PREPARED BY: Maryann Luke, Deputy Director Human Services, Health

Services

Richard Chang, Personnel Analyst, EEO Unit

2021 ANNUAL

WORKFORCE STATISTICS REPORT

Departmental Diversity Policies and Efforts Questionnaire ............................................1

Workforce Comparative Analysis -Table 1 ....................................................................7

Job Categories Summary - Table 2 .................................................................................8

Personnel Actions Report: Hires/Rehires - Table 3.1 .....................................................9

Personnel Actions Report: Terminations - Table 3.2 ......................................................10

Personnel Actions Report: Promotions/Demotions - Table 3.4 ......................................11

Discrimination Complaints - Table 4 ..............................................................................12

TABLE OF CONTENTS

1

IF ANY QUESTION HAS A “NON-APPLICABLE” ANSWER, PLEASE EXPLAIN WHY.

(1) Please provide a brief description of the services and functions provided by your department.

The Department of Health Services (DHS) delivers health and mental health services to the

Sacramento community through the divisions of Behavioral Health Services, Primary

Health, and Public Health. The Office of Finance, Contracts and Administration (OFCA)

includes several units that perform essential administrative and support functions for the

Department, including Fiscal, Budget, Contracts, and Facilities Management. Resources

are directed toward creative strategies and programs that prevent community problems,

improve well-being, and increase access to health-related services for individuals and

families.

The Department of Personnel Services (DPS) provides human resource management

support to DHS, including but not limited to hiring, training, employee relations,

investigations, and payroll.

(2) Please describe your department’s selection and hiring procedures and how they help ensure

a workforce representative of Sacramento County. (Include, if applicable, hiring interview

procedures & policies; internships; education & training opportunities; training & develop

assignments, etc.);

Selection and Hiring

The appointing authority is the Director of Health Services. Supervisors interview and

make offers of employment to job candidates on the Director’s behalf who are reachable on

an established eligibility list. Use of the eligibility lists ensures the candidates are qualified

and selected through a non-discriminatory process. Supervisors are encouraged to attend

trainings designed to educate them on effective, non-discriminatory interviewing and

testing practices.

An exception to this interviewing and hiring practice would be a case in which a

provisionally appointed employee is a reachable candidate on a newly established eligibility

list. In such cases, the provisional employee must still undergo the same rigorous

examination process for placement on the appropriate eligibility list in order to be

appointed to his/her position.

DHS also provides internship opportunities to local students who are looking to gain

experience in such fields as mental health and nursing. Upon graduation, these students

may be hired as county employees. In addition to its student internship program, DHS also

has a very active volunteer program, which utilizes volunteers from the community to assist

DIVERSITY POLICIES AND EFFORTS

QUESTIONNAIRE

2

the Department in a wide range of activities. These volunteers often are interested in

potential employment with the county and are informed of how to apply for county

positions. Several have started in the volunteer program, and then become full county

employees.

Finally, DHS can offer training and development assignments to employees, which allow

them to gain experience in another occupation group while retaining their status in their

current classification. Eligible employees may then work in a classification that they

otherwise would not have the background or work experience to qualify.

Training and Development

The DPS training coordinator supporting DHS regularly receives announcements on

county- sponsored training or on relevant non-county, vendor-provided training. These

announcements are distributed electronically to managers and supervisors in DHS to allow

them to nominate employees for job-related training programs. The DPS training

coordinator may also email announcements of training opportunities directly to supervisors

and managers or all employees.

DHS managers and supervisors may also receive announcements directly from outside

training vendors on a variety of subjects. These announcements are posted on worksite

bulletin boards as items of interest to employees.

For training required by DHS, the Department pays for the cost and employees attend on

County work time. If an outside training opportunity is desirable but not required, then

attendance on county time will often be authorized, depending on staffing needs, but the

employee must cover the costs for travel and training fees. In most cases, outside training

and educational programs offered to assist employees with career advancement are

expected to be on the employees’ time, with education reimbursement usually available as

per the applicable labor agreement or personnel policy/procedure.

The divisions in DHS have books and videos relevant to their program areas in order to

provide training tools to their employees. In addition, the Behavioral Health division has set

aside sizeable accounts for employee training and the purchase of training materials.

(3) Please describe what recruiting and/or informational events your department has participated

in and how they help to ensure a workforce representative of Sacramento County. (Include,

if applicable, high school or college job fairs, high school or college programs, church

events, or community events.

Due to the COVID-19 pandemic, the Department has not participated in any in-person

events, but the Department of Personnel Services has participated in multiple on-line events

including, but not limited to the following:

CSU Sacramento Virtual Fun in the Sun Job and Internship Fair

University of San Francisco Career Premier Government & Healthcare Session

CSU Sacramento Fall Job & Internship Fair

UC Davis Fall Job & Internship Fair

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CSU Chico Fall Job & Internship Fair

Sacramento City & SETA Career Fair

Los Rios Virtual Career Fair

(4) Please describe all websites your department advertises its job vacancies to help ensure a

workforce representative of Sacramento County.

The Department relies primarily on targeted internet recruiting. Subject Matter Experts

(SMEs) from DHS work closely with DPS when exams are being developed to identify the

most effective venues for posting exam announcements in order to establish large and diverse

eligibility lists. For example, exam announcements are sent electronically to local university

job boards, including California State University, Sacramento; University of California,

Davis; University of Phoenix; and Cosumnes River College. In addition, exam

announcements are sent to a variety of Internet recruiting sites, such as Governmentjobs.net

and Linkedin.com. Finally, many of the SMEs also have exam announcements posted to

membership boards they belong to, such as the Sacramento Valley Dental Hygienists’

Association, County Health Executives Association of California, or the County Behavioral

Health Directors Association. These electronic venues allow a wide range of individuals with

diverse backgrounds and skills to become aware of job opportunities cost effectively.

DHS managers can also announce transfer and promotional opportunities to internal staff,

who may utilize the information for themselves or forward it to others outside the County.

From time to time DPS may receive hardcopy job announcements that are then distributed to

DHS worksites for posting on bulletin boards.

DHS also has an electronic job board that is available to all employees on the Department’s

intranet. The electronic job board advertises vacancies represented under the California

Nurses Association, United Public Employees-Office Technical, United Public Employees-

Welfare Non-Supervisory, and SEIU Local 1021 Welfare Supervisory bargaining

agreements. These labor unions have contract requirements that mandate posting of all job

vacancies for set periods of time so their members can bid on vacancies that interest them.

The job board not only links to the Department’s intranet website for easy access, but also to

the Department of Human Assistance’s electronic job board.

(5) Please describe your department’s promotion and career advancement procedures designed to

enable all employees to have an equal and fair opportunity to compete for and attain County

Promotional opportunities. (Include, if applicable, mentoring, career development activities,

etc.)

Employees are encouraged to submit applications for job classes in which they are interested

as exams are announced and to click on the Employment Information link, which shows all

exam opportunities, as well as the DHS Job Board, which has internal job announcements

posted as described in question #4.

Due to the COVID-19 pandemic, the training DPS staff conducted for DHS employees on

how to apply and interview successfully for promotional opportunities has been suspended

4

until further notice. DPS does offer an interactive tutorial on their site that provides tips and

resources to succeed in the application and interview process.

For informal career development, the divisions in DHS use a variety of performance

appraisal tools. DHS relies on each employee’s supervisor to provide informal career

counseling. Supervisors are expected to provide employees with requested information about

career options or opportunities and to assist employees in setting and meeting realistic

development and career goals. DPS staff can also serve as a support network for supervisors

and employees in providing career-relevant information.

The performance appraisal tools provide performance standards and include quantitative and

qualitative feedback to identify when employees have met or exceeded standards or need

additional training or support to meet goals. Supervisors can receive training in providing

constructive feedback, identifying training, and development opportunities for staff.

The Department utilizes the County-wide Performance Enhancement System to provide a

more consistent performance appraisal process and reporting capabilities. This tool, as others

used by the divisions before it, includes an employee development component. Within these

tools, the supervisor is encouraged to create a development action plan and comment on the

employee’s responses to the development plan questions.

(6) Please describe how the County’s Equal Employment Opportunity program objectives are

incorporated into your department’s strategic and operational priorities.

The primary objective of the County’s Equal Employment Opportunity program is to provide

equal opportunity in all areas of employment to all within the community. The mission and

values of DHS reflect that objective. Select values and goals state, in pertinent part:

To further our mission, we seek close working relationships among staff, with other

government offices, and within the community.

To pursue this mission, we will strive:

o To develop and maintain programs which reflect community diversity and are

the most responsive and cost effective.

o To appreciate the multicultural and experiential diversity of employees and

the community as a whole.

Sacramento County is home to one of the most diverse populations in the United States. The

divisions within DHS offer a wide range of programs designed and funded to meet the needs

of these populations, such as the Sacramento Cultural & Linguistic Center, La Familia

Counseling Center, Slavic Assistance Center, and Black Infant Health. In addition, the

Department provides specific services and/or education for the County’s diverse population,

such as Dental Education and Prevention targeting school children at low income schools;

SNAP-ED nutrition education and obesity prevention for low income persons; HIV

Education, Preventing and Testing targeting high-risk populations; and Licensed Mental

Health Providers delivering out-patient services to deaf and/or hard of hearing residents.

5

The Department actively recruits candidates with special skills in languages and cultural

knowledge to provide services for these programs. Once employed, the candidates –

depending on their job class – can provide services; seek funding for additional programs or

services; design, develop and/or evaluate programs; or manage programs to ensure the

Department meets its strategic and operational goals.

(7) Please describe your department’s method to ensure its EEO activities and efforts result in

service delivery across all sectors of the community (e.g. systems or processes for

communication between County agencies and direct contact with community organizations,

etc.).

The Department has made a wide range of efforts to promote awareness and responsibilities

for all DHS employees to help ensure services are provided appropriately to all clients

regardless of their backgrounds. Virtually all DHS employees, supervisors and managers

have attended mandatory sexual harassment prevention and diversity training offered by the

County. Since DHS provides services to a diverse group of patients and clients, the divisions

regularly develop and provide a wide variety of in-service training for staff who deliver

substance use, prevention & treatment, health, and mental health services. For staff involved

with mental health promotion, treatment, and outreach, training is provided in clinical

consideration when dealing with special populations. Likewise, physicians, nurses, and

related health care providers receive training in parenting issues and strategies for women of

color; delivery of service to non-English speaking clients; and cultural awareness. DHS has

also introduced a new series of job classifications, Behavioral Health Peer Specialist Series.

The three classifications in this new series are Behavioral Health Peer Specialist, Senior

Behavioral Health Peer Specialist, and Behavioral Health Peer Specialist Program Manager.

This series was created to help bridge the gap between those that are in need of mental health

care and those that can best provide it. It is open to members of the community who have

personal lived experience as a former consumer or close family member/caregiver of a

former consumer of public behavioral health or substance programs.

DHS is continuously in contact with various community-based organizations that provide

health services, such as La Familia Counseling Center and Sacramento Cultural & Linguistic

Center. The Department’s service providers give referrals to clients to obtain various services

from these and other community resources.

(8) For complaints reported in Table 4, if there were any with a finding of Violation of County

Policy, for each category of complaints (i.e. race, gender, age, etc.) please provide a

description of the measures taken to prevent recurrences. Please do not provide specifics

regarding the case(s), individual(s) involved, or corrective/disciplinary action taken.

There are no complaints reported in Table 4 with a finding of Violation of County Policy.

6

2019 American

Community Survey Data

Workforce Composition Workforce Composition

County of Sacramento Health Services

2015 (1) 2020 (2) 2016 Report (3) 2021 Report (4)

ETHNICITY % # % # % # % # %

2 or More Races 5.4% 204 1.9% 338 3.0% 48 2.7% 27 2.7%

American Indian/Alaskan Native 0.4% 117 1.1% 103 0.9% 16 0.9% 5 0.5%

Asian 15.4% 1,619 14.7% 1,819 16.1% 314 17.4% 215 21.5%

Black/African American 9.5% 1,352 12.3% 1,307 11.6% 378 20.9% 168 16.8%

Hispanic/Latino 23.2% 1,694 15.4% 2,010 17.8% 272 15.1% 171 17.1%

Native Hawaiian/Pacific Islander 1.1% 94 0.9% 120 1.1% 8 0.4% 10 1.0%

Other 0.3%

White/Non-Hispanic 44.7% 5,934 53.9% 5,574 49.5% 769 42.6% 403 40.3%

Total 100.0% 11,014 100.0% 11,271 100.0% 1,805 100.0% 999 100.0%

Minority Representation 55.3% 5,080 46.1% 5,697 50.5% 1,036 57.4% 596 59.7%

Female Representation 51.1% 5,671 51.5% 5,752 51.0% 1,434 79.4% 777 77.8%

1 Sacramento County Workforce as of pay period 26 ending 12/26/2015

2 Sacramento County Workforce as of pay period 26 ending 12/19/2020

3 Employed by County of Sacramento as of pay period 26 ending 12/26/2015

4 Employed by County of Sacramento as of pay period 26 ending 12/19/2020

TABLE 1

WORKFORCE COMPARATIVE ANALYSIS

https://data.census.gov/cedsci/table?q=ACSDP5Y2019.DP05%20Sacramento%20County,%20California&tid=ACSDP5Y2019.DP05&hidePreview=true




7

JOB Minority Minority Minority Female Total

Categories Females Males Total Total Employees

REPORT: 2020* 2021** 2020* 2021** 2020* 2021** 2020* 2021** 2020* 2021**

1. Officials/Administrators # 25 27 4 3 29 30 44 48 56 60

% 44.6% 45.0% 7.1% 5.0% 51.8% 50.0% 78.6% 80.0% 100.0% 100.0%

2. Professionals # 214 232 46 48 260 280 413 439 520 546

% 41.2% 42.5% 8.8% 8.8% 50.0% 51.3% 79.4% 80.4% 100.0% 100.0%

3. Technicians # 48 49 14 16 62 65 67 68 90 92

% 53.3% 53.3% 15.6% 17.4% 68.9% 70.7% 74.4% 73.9% 100.0% 100.0%

4. Protective Services #

%

5. Para-Professionals # 70 63 21 22 91 85 96 92 128 123

% 54.7% 51.2% 16.4% 17.9% 71.1% 69.1% 75.0% 74.8% 100.0% 100.0%

6. Office/Clerical Workers # 100 94 25 27 125 121 134 124 172 161

% 58.1% 58.4% 14.5% 16.8% 72.7% 75.2% 77.9% 77.0% 100.0% 100.0%

7. Skilled Craft Workers #

%

8. Service Maintenance # 5 6 8 9 13 15 5 6 15 17

% 33.3% 35.3% 53.3% 52.9% 86.7% 88.2% 33.3% 35.3% 100.0% 100.0%

Total # 462 471 118 125 580 596 759 777 981 999

% 47.1% 47.1% 12.0% 12.5% 59.1% 59.7% 77.4% 77.8% 100.0% 100.0%

TABLE 2 * The numbers for the 2020 Report are taken from pay period 26, ending December 21, 2019

** The numbers for the 2021 Report are taken from pay period 26 ending December 19, 2020

TABLE 2

JOB CATEGORIES COMPARISION

BETWEEN 2020 AND 2021 REPORTS

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NEW HIRES FEMALE % MALE % TOTAL %

White 27 26.2% 6 5.8% 33 32.0%

American Indian/Alaskan Native 2 1.9% 0 0.0% 2 1.9%

Asian 18 17.5% 8 7.8% 26 25.2%

Black 13 12.6% 4 3.9% 17 16.5%

Native Hawaiian/Pacific Islander 0 0.0% 0 0.0% 0 0.0%

2 or More Races 4 3.9% 2 1.9% 6 5.8%

Hispanic 19 18.4% 0 0.0% 19 18.4%

TOTAL MINORITY HIRES 56 54.4% 14 13.6% 70 68.0%

TOTAL NEW HIRES 83 80.6% 20 19.4% 103 100.0%

NEW RE-HIRES FEMALE % MALE % TOTAL %

White 2 28.6% 0 0.0% 2 28.6%


Asian 1 14.3% 0 0.0% 1 14.3%

Black 1 14.3% 0 0.0% 1 14.3%


2 or More Races 2 28.6% 0 0.0% 2 28.6%

Hispanic 0 0.0% 0 0.0% 0 0.0%

TOTAL MINORITY RE-HIRES 4 57.1% 1 14.3% 5 71.4%

TOTAL RE-HIRES 6 85.7% 1 14.3% 7 100.0%

COMMENTS FOR TABLE 3.1

TABLE 3.1

Personnel Actions Report

HIRES/RE-HIRES - Permanent Position Employees

(From 01/01/2020 to 12/31/2020)

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TERMINATIONS FEMALE % MALE % TOTAL %

White 21 25.6% 13 15.9% 34 41.5%


Asian 17 20.7% 2 2.4% 19 23.2%

Black 11 13.4% 1 1.2% 12 14.6%


2 or More Races 1 1.2% 2 2.4% 3 3.7%

Hispanic 11 13.4% 3 3.7% 14 17.1%

TOTAL MINORITY TERMINATIONS 40 48.8% 8 9.8% 48 58.5%

TOTAL TERMINATIONS 61 74.4% 21 25.6% 82 100.0%

REASON TERMINATED Number % of

Total

# of

Female

# of

Minority

RETIRED OR DISABILITY RETIREMENT 37 45.1% 25 21

RESIGN OTHER EMPLOYMENT 10 12.2% 8 8

EMPLOYEE INITIATED / NO REASON GIVEN 30 36.6% 26 16

DECEASED 2 2.4% 1 1

LAID OFF/REDUCTION IN FORCE 0 0.0% 0 0

DISCIPLINARY, PENDING DISCIPLINE OR

RELEASE FROM PROBATION 3 3.7% 1 2

AUTOMATIC RESIGNATION 0 0.0% 0 0

OTHER– Please list: 0 0.0% 0 0

Totals: 82 100% 61 48


TABLE 3.2

Personnel Action Report

TERMINATIONS – Permanent Position Employees

(From 01/01/2020 to 12/31/2020)

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PROMOTIONS FEMALE % MALE % TOTAL %

White 14 24.1% 8 13.8% 22 37.9%


Asian 10 17.2% 3 5.2% 13 22.4%

Black 4 6.9% 2 3.4% 6 10.3%


2 or More Races 1 1.7% 1 1.7% 2 3.4%

Hispanic 10 17.2% 4 6.9% 14 24.1%

TOTAL MINORITY PROMOTIONS 25 43.1% 11 19.0% 36 62.1%

TOTAL PROMOTIONS 39 67.2% 19 32.8% 58 100.0%

DEMOTIONS FEMALE % MALE % TOTAL %

White 1 25.0% 1 25.0% 2 50.0%


Asian 1 25.0% 0 0.0% 1 25.0%

Black 0 0.0% 0 0.0% 0 0.0%


2 or More Races 1 25.0% 0 0.0% 1 25.0%

Hispanic 0 0.0% 0 0.0% 0 0.0%

TOTAL MINORITY DEMOTIONS 2 50.0% 0 0.0% 2 50.0%

TOTAL DEMOTIONS 3 75.0% 1 25.0% 4 100.0%


TABLE 3.4

Personnel Action Report

PROMOTIONS/DEMOTIONS - Permanent Positions

(From 01/01/2020 to 12/31/2020)

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The purpose of this section is to provide the Committee with an overview of the complaint activity in the department. Please supply information

pertaining to the last 12 months if your department is reviewed annually or the last two years if your department is reviewed bi-annually.

In House Outside Investigator DFEH or EEOC

Complaint Types Violation

No

Violation

Insuff

Evid

On-

going Violation

No

Violation

Insuff

Evid

On-

going Closed

On-

going

Total

Allegat.

Age I 1

Disability/Medical

Condition/Genetic

Information F

B, D 3

Marital Status

Pregnancy

Political Affiliation or

Beliefs K 1

Race/Color/National

Origin/Ancestry E G I, J 4

Religion

Retaliation F A I, J B 5

Sex/Gender C H I, J, K 5

Sexual Orientation

TOTAL Allegations: 4 2 1 9 3 19

Note: Use an alpha to represent each complaint. [Health Services had a total of 11 COMPLAINTS]

i.e. Employee Smith files a complaint involving Gender / Disability. You would place alpha A in columns Gender and Disability.

Employee Lopez files a complaint involving Religion / Race. You would place alpha B in columns Religion and Race

This information is collected for use by the Equal Employment Opportunity Advisory Committee to tabulate the County’s total annual number of complaints.

TABLE 4

Discrimination/Harassment Complaint Activity

(From 01/01/2020 to 12/31/2020)

Documents

Health Services Chevon Kothari, Director